Extend Period of Parental Leave Sample Clauses

Extend Period of Parental Leave. Note: An employee who has initially taken three years parental leave (ie the maximum parental leave entitlement), is not entitled to extend their period of parental leave under this clause. (a) In this clause a reference to ‘parental leave’ means primary caregiver parental leave under clause 62.6 or the longer term partner leave under clause 62.7(c), whichever is applicable. (b) If an employee initially requested less than 12 months of parental leave they can extend their leave up to 12 months from time of commencing their leave (eg from six months to 12 months). This extension is a right and cannot be refused by the CEO if written notice of at least four weeks is given by the employee before the employee’s expected return to work. (c) Any further extension (eg from 12 months to 18 months; from 12 months to 30 months) is by agreement between the CEO and employee, provided that: (i) employees with less than 12 months continuous service at the time of commencing parental leave, or an eligible casual employee, cannot extend parental leave beyond 24 months after the date of birth or day of placement of their child; or (ii) employees with at least 12 months continuous service at the time of commencing parental leave cannot extend parental leave beyond three years after the date of birth or day of placement of their child. (d) If an employee, who is eligible for up to three years parental leave, initially requested more than 12 months of parental leave, they can request an extension by giving 12 weeks notice before their expected return to work. (i) If required, an employee may request one more extension up to a total of three years. (ii) An employee cannot extend the period of parental leave beyond three years after the date of birth or day of placement of the child. (e) Responses to requests to extend parental leave under this clause will be in accordance with clause 62.21. (f) Any additional parental leave granted under this clause will be unpaid.
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Extend Period of Parental Leave. (Note: An Employee who has initially taken three (3) years parental leave is not entitled to extend his or her period of parental leave under this clause) (a) An Employee who has commenced his or her initial nominated parental leave period under clause55.4(a), 55.6(b)(i), 55.6(b)(ii), 55.7(b)(i), 55.7(b)(ii), 55.7(b)(iii), 55.7(d)(i) or 55.7(d)(ii) and provided that the initial nominated parental leave period is less than 12 months, may extend at his or her discretion the initial nominated parental leave on one occasion to provide a total of up to 12 months parental leave since commencement of leave, by giving the CEO at least four weeks written notice before the end of the initial leave period.‌ (b) Where an Employee has accessed his or her right to extend parental leave on one occasion under (a) and the Employee intends to request a further period of parental leave, or where an Employee’s initial nominated parental leave period was 12 months or more (but less than three years) and the Employee intends to request a further period of parental leave, an Employee may request, subject to CEO approval and notice periods set out in paragraph (c) to extend parental leave as follows: (i) In relation to leave (up to 52 weeks) taken under clause 55.4, 55.6(b)(i), 55.7(b) or 55.7(d): A. Where an Employee’s extension under paragraph (a)0 results in the Employee’s total period being less than 12 months, a further extension up to a total of 52 weeks. B. Where an Employee has completed 52 weeks parental leave, to extend parental leave by up to a further 52 weeks. C. An Employee cannot extend the period of parental leave beyond 24 months after the date of birth or day of placement of the child. (ii) In relation to leave (up to three years) taken under clause 55.4, 55.6(b)(ii), (ii)55.7(b)(ii), 55.7(b)(iii) or 55.7(d)(ii): A. Where an Employee’s extension under paragraph 0 results in the Employee’s total period being less than 12 months – a further extension up to a total of three years. B. Where an Employee’s subsequent extension in paragraph A above results in the Employee’s total period being less than three years – a further extension up to a total of three years. C. An Employee cannot extend the period of parental leave beyond three years after the date of birth or day of placement of the child. (c) An Employee must give the CEO a written request to extend parental leave at least: (i) four weeks before the end of the nominated period where Employee has been on parent...
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Extend Period of Parental Leave. Note: An employee who has initially taken three years parental leave (i.e. the maximum parental leave entitlement), is not entitled to extend their period of parental leave under this clause.
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Related to Extend Period of Parental Leave

  • Parental Leave of Absence A. Female unit members may use any or all accumulated leave during pre and post-natal care for that period of time she is temporarily disabled, as determined by the unit member and her physician. B. Unit members desiring to use any or all accumulated leave during a period of pregnancy or post-natal care should state this in writing to the Office of Human Resources and Employee Relations using the FMLA paperwork. C. Unit members who use any or all accumulated leave as a temporary disability during pre- and post- natal care must return to active service as soon as her physical health permits according to her physician; unless she requests a leave of absence without pay or she resigns. D. Any non-probationary female unit member who does not wish to use any or all accumulated [sick] leave during pre- and/or post-natal care shall be granted a leave of absence without pay provided that a reasonable notice in writing to the Office of Human Resources and Employee Relations is made in advance. E. Unit members using a leave of absence without pay for pre-natal care, adoption, post-natal care and/or child rearing (not to exceed a period of one (1) year in duration and taken within the first year after birth or adoption) shall have the opportunity to continue benefit programs provided to unit members. Unit members with at least one (1) year of experience with the Xxxxxxx County Board of Education will be required after the first twelve (12) weeks to assume the Board’s share of the premium in addition to any premiums he/she theretofore paid for dependent coverage. Provided that a written, advanced request is made to the Office of Human Resources and Employee Relations the employee on such leave will be offered employment upon expiration of the leave in the first available position in their classification for which they are qualified. The request should be made at least thirty (30) days prior to the return and should include the anticipated date of return. If the return is within ninety (90) duty days and such return is stipulated at the beginning of the leave, the same position shall be offered. F. Adoptive parents may use up to twelve (12) weeks in compliance with Family Medical Leave Act (FMLA) of any or all accumulated leave for the purpose of adoption and/or bonding. G. If using combined sick leave and leave without pay teachers who have at least one (1) year experience with the Xxxxxxx County Board of Education will have premiums paid for a total of twelve (12) weeks per year in accordance with the terms of the FMLA, and have their position held prior to such leave.

  • Extended Leave of Absence Professional employees who have attained renewable contract status may request extended leaves of absence for one (1) year without pay under any one of the circumstances listed in this section. All requests for such extended leave of absence will be applied for and granted or rejected in writing. Such application will be reviewed by the principal and superintendent. If the latter approves, he/she will recommend that the leave be granted by the Board. An employee returning from an extended leave will be assigned to the same position as that which he/she held before assuming the leave, providing that position still exists. By mutual agreement between the employer and the employees, he/she may be given a different assignment. Extended leaves of absence may be requested under, but not limited to, the following: 1. To serve in a county, state, or national public office. 2. To care for a sick member of the immediate family. 3. To serve as an exchange teacher or an overseas teacher. 4. To accept a sabbatical leave.

  • Variation of period of parental leave Unless agreed otherwise between the employer and employee, an employee may apply to their employer to change the period of parental leave on one occasion. Any such change to be notified at least four weeks prior to the commencement of the changed arrangements.

  • Unpaid Parental Leave (a) An employee is entitled to a period of up to 52 weeks unpaid parental leave in respect of the: (i) birth of a child to the employee or employee’s partner; or (ii) adoption of a child who is not the natural child or step child of the employee or employee’s partner; is under the age of five (5); and has not lived continuously with the employee for six (6) months or longer.

  • Extended Parental Leave An Extended Parental Leave (including adoption leave) is granted to a teacher and is for a period not to exceed two (2) years. The duration of the leave shall be subject to consultation between the Board and the teacher and the return date shall normally coincide with the beginning of a term.

  • Paid Parental Leave In addition, if the Employee is entitled to paid parental leave under the Paid Parental Leave Act 2010 (Cth) (PPL Act) as the primary carer of the child:

  • Maternity/Parental Leave The term of the temporary posting shall be for the term of the illness or maternity/parental leave but shall not exceed eighteen (18) continuous months.

  • Extended Absences In the event Tenant will be away from the Premises for more than 7 consecutive days, Tenant agrees to notify Landlord in writing of such absence. During such absence, Landlord may enter the premises at times reasonable necessary to maintain the property and inspect for damages and needed repairs.

  • Parental Leave (a) A nurse who becomes a parent of a child is eligible to take a parental leave in accordance with the provisions of the Employment Standards Act, except where amended in this provision. (b) A nurse who has taken a pregnancy leave under Article 11.07 is eligible to be granted a parental leave of up to thirty-five (35) weeks' duration, in accordance with the Employment Standards Act. A nurse who is eligible for a parental leave who is the natural father or is an adoptive parent may extend the parental leave for a period of up to twelve (12) months’ duration, consideration being given to any requirements of adoption authorities. In cases of adoption, the nurse shall advise the hospital as far in advance as possible with respect to a prospective adoption and shall request the leave of absence, in writing, upon receipt of confirmation of the pending adoption. If, because of late receipt of confirmation of the pending adoption, the nurse finds it impossible to request the leave of absence in writing, the request may be made verbally and subsequently verified in writing. (c) The nurse shall be reinstated to her or his former position, unless that position has been discontinued, in which case the nurse shall be given a comparable job. (d) Nurses newly hired to replace nurses who are on approved parental leave may be released and such release shall not be the subject of a grievance or arbitration. If retained by the Hospital, in a permanent position, the nurse shall be credited with seniority from date of hire subject to successfully completing her or his probationary period. The nurse shall be credited with xxxxx worked (hours worked for nurses whose regular hours of work are other than the standard work day) towards the probationary period provided in Article 10.01 (a) to a maximum of 30 tours (225 hours for nurses whose regular hours of work are other than the standard work day). The Hospital will outline to nurses hired to fill such temporary vacancies, the circumstances giving rise to the vacancy and the special conditions relating to such employment. (e) On confirmation by the Employment Insurance Commission of the appropriateness of the Hospital's Supplemental Unemployment Benefit (SUB) Plan, a nurse who is on parental leave as provided under this Agreement who has applied for and is in receipt of Employment Insurance parental benefits pursuant to Section 20 of the Employment Insurance Act shall be paid a supplemental employment benefit. That benefit will be equivalent to the difference between eighty-four (84%) percent of the nurse's regular weekly earnings and the sum of her or his weekly Employment Insurance benefits and any other earnings. Such payment shall commence following completion of the two week Employment Insurance waiting period, and receipt by the Hospital of the employee's Employment Insurance cheque stub as proof that she or he is in receipt of Employment Insurance parental benefits and shall continue while the nurse is in receipt of such benefits for a maximum period of ten (10) weeks. The nurse's regular weekly earnings shall be determined by multiplying her or his regular hourly rate on her or his last day worked prior to the commencement of the leave times her or his normal weekly hours. The normal weekly hours for a part-time employee shall be calculated by using the same time period used for calculation of the Employment Insurance benefit (currently 26 weeks). The employee does not have any vested right except to receive payments for the covered employment period. The plan provides that payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan.

  • Maternity Adoption and Parental Leave For the purposes of granting Maternity, Adoption and Parental Leave, the provisions of the Canada Labour Code and of its Regulations shall apply.

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